Careers — erp.io

Company

What we actually hire for.

These are capabilities rather than credentials. We have hired people without degrees and passed on people with excellent ones.

Ability to work out what is actually wrong

Most of the hard work here is diagnosis rather than construction — reading a fifteen-year-old workbook, finding an undocumented rule, working out why two systems disagree by $340.

Comfort with correctness mattering

This is accounting software. An error does not degrade an experience, it produces a wrong number that somebody reports to a board. That changes how you have to work.

Willingness to write plainly

Everyone here writes — documentation, research, incident post-mortems, customer explanations. If writing is a chore you avoid, a lot of this job will be a chore.

Direct customer contact

Engineers talk to customers, run demos, and handle support rotation. There is no layer between you and the person using what you built, and that is not negotiable.

Saying the uncomfortable thing

Telling a customer their data is worse than they thought, or that they should not buy from us. If you find that conversation difficult, this culture will be uncomfortable.

Breadth over specialisation

At this size you will work across the stack, across the product, and occasionally across the business. Deep specialists in one narrow area are better served elsewhere.

How hiring runs

An introduction, read by a person. No applicant tracking system scoring keywords. Tell us what you have built and what you want to work on.
A conversation, 45 minutes. About your work and ours. You should ask hard questions — about runway, about customers, about what is broken.
A paid work sample. Four to six hours, paid at a fair rate, on a problem resembling real work. We do not run whiteboard algorithm interviews for a job that involves neither whiteboards nor algorithm puzzles.
A day with the team. Working on something real, with the people you would work with. You are evaluating us at least as much as we are evaluating you.
References, both directions. We will give you references to call, including a former employee. If a company will not do that, ask why.

We aim to go from first contact to decision in two weeks, and we tell you a decision either way with a reason. Being left in silence is the most common complaint about hiring processes and it is entirely avoidable.

We will give you a former employee to call. If a company will not do that, it is worth asking why.

Why this would be a bad job for some people

Stated plainly, because discovering these in month three is worse for you than for us.

We are bootstrapped. No venture funding means no runway cushion, compensation that is competitive rather than exceptional, and no equity story premised on a large round.
The domain is unglamorous. Double-entry accounting, reconciliation, and period close. It is genuinely interesting once you are in it and it is not what most engineers imagine wanting to work on.
Correctness constrains speed. Append-only ledgers, property-based tests, and evaluation gates that block releases. If you want to ship fast and iterate on production feedback, this will feel slow.
Small teams have no cover. When you are on support rotation, you are the rotation. When something breaks at close, it matters immediately.
No specialisation. If you want to go deep on one narrow area for three years, we cannot offer that.
Remote, and genuinely small. There is no office culture, no large team to learn from by osmosis, and limited internal mobility.

What we offer that is real

Direct ownership — you will build things that go to customers and hear back from them within days. A short path from idea to shipped, because the approval chain is one conversation. Genuine technical depth in a domain where correctness has consequences, which is rarer than it sounds.

And a company that publishes its own bad numbers, tells manufacturers to buy a competitor, and states what its own model costs it. If that appeals to you as a way of working, it is probably the strongest signal on this page.

Current openings

We hire opportunistically rather than against a headcount plan, which means there is often no posted role and always interest in the right person. Write to us with what you have built, and be specific — a paragraph about a real problem you solved tells us more than a résumé does.

We are most often short of people who can do the diagnosis work: reading unfamiliar data, finding the undocumented rule, and explaining it clearly to somebody who is not technical.

Equal opportunity

Nead, LLC does not discriminate on the basis of race, colour, religion, sex, sexual orientation, gender identity, national origin, age, disability, veteran status, or any other protected characteristic. If you need an accommodation at any point in the process, tell us and we will arrange it without it forming part of the assessment.

Questions

Common follow-ups.

Are you hiring right now?

We hire opportunistically rather than against a headcount plan. There is often no posted role and always interest in the right person.

Is the work sample paid?

Yes, four to six hours at a fair rate. We do not ask for free work and we do not run whiteboard algorithm interviews for a job involving neither.

Is it remote?

Yes, across the United States. That also means no office culture and limited learning by osmosis, which suits some people and not others.

What is the compensation like?

Competitive rather than exceptional. We are bootstrapped, which means no venture cushion and no equity story premised on a large round.

Do engineers really do support?

Yes, on rotation, and it is not negotiable. Talking to the person using what you built is the fastest way to find out what is wrong with it.

Working here

Interested?